When things go sideways, what do you reach for?
Twelve real situations from work and life. For each one, pick your most honest first reaction. See whether you tend to own it, push it away or carry more than your share.
What this check looks at
- Ownership is not taking the blame. It is knowing exactly which part is yours, and doing something with it.
- Under pressure, most of us drift toward one of two extremes. We push responsibility away, or we pick up weight that was never ours.
- Both extremes cost you. One gives away your influence. The other burns you out and keeps others from stepping up.
- This check shows your mix of three patterns: owning the inputs, pointing outward and carrying too much.
Much of my early life was shaped by things I did not choose. What I learned is that I rarely controlled the situation, but I always owned what I put into it. That idea sits underneath everything I teach about accountability.
Choose the reaction you would really have first, not the one you would like to have. There is no perfect score here.
Srdjan PerisicHabitual Integrity Leadership · Maxwell DISC Certified Behavioral Trainer
Your answers
For each situation, choose the reaction that is closest to your honest first response. If two feel close, go with your gut. Nothing is final until you press See my result.
This is a self-reflection tool, not a validated psychological assessment. Your answers stay in your browser. Nothing is saved or sent unless you choose to leave your details.
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Sort it before you react
Take one situation that is weighing on you and make three lists: what is mine, what I can influence and what I need to accept. Put your energy into the first list, use your voice on the second and let go of the third.
Ask the input question
After a win or a setback, ask: what did I put into this? Not who is to blame, and not how it turned out. Just your inputs, such as your preparation, your clarity and your follow-up. That question keeps you honest without crushing you.
Hand it back
If you carry too much, find one thing this week that belongs to someone else and return it kindly and clearly: "This one is yours. Here is how I can support you." Ownership grows on a team when the leader stops absorbing it all.
Sit with it for a minute
- Who on your team would agree with this result, and who would push back?
- What would change for the people around you if your weakest spot here got a little stronger?
- What will you try before this week is over?
A score is a starting point. Change happens in conversation.
If you would like to talk through what this means for you and your team, send me your result. In a one-on-one coaching conversation, we turn it into one or two specific changes you can practice right away. Pairing it with a full DISC assessment shows how your natural style shapes the way you lead, decide and connect with people.